introduction

recruitment and selection -hiring process

training and development -team building,
compensation and benefits- safety and health, compensation, leaves,
Employee and Labor Relations -paf, termination, discipline,

Compensation includes all rewards that individuals receive as a result of their

employment. Pay is the money that a person receives for performing a job.
Additional financial rewards other than base pay include paid vacations, sick
leave, holidays and medical insurance, and they are called benefits. Nonfinancial rewards are non-monetary rewards, such as enjoyment of the work
performed or a pleasant working environment.
Safety and Health
Employees who work in a healthy and safe environment are more likely to be
productive. Safety involves protecting employees from work-related
accidents and injuries. Health activities seek to prevent illness and provide
for general physical and mental well being.
Employee and Labor Relations
Business firms are required by law to recognize a union and bargain with it in
good faith if the firms employees want the union to represent them. This is
still true despite the fact that the private-sector membership has fallen to 9
percent.

Strategic Management

Human Resource professionals are proactive in planning for the future by

meeting the continuous short-term and long-term strategic objectives of the
organization.

Workforce Planning and Employment (recruitment and selection)

Involves recruitment, selection, orientation, and exit process. Department

managers collaborate with Human Resources to determine staffing needs and
to fill job vacancies in a timely manner whenever the need(s) arise. The HR
recruitment team strategically recruits and selects only the best candidates
for the company and ensures workforce efficiency thereafter in an effort to
help the organization accomplish it goals and objectives.

Human Resource Development (training & development)

HR is responsible for ensuring that employees receive the appropriate

training (whether in-house or off-site) to adequately perform their jobs. Thus,
employees will be equipped to help achieve desired departmental and
company goals and objectives. Encouraging employees to take advantage of
the tuition reimbursement benefit will give employees an incentive to further
their education and use their acquired skills and knowledge for the
betterment of the company in general. HR Specialist also assists with change
management and performance management needs of the organization.

Total Rewards (compensation & benefits)

The HR benefits team is responsible for acquiring and administering an

attractive compensation and benefits package for new hires. This might
include: a competitive salary range, medical and dental insurance, choice of
life insurance, tuition reimbursement, 401k, flexible spending account, and
more. The HR recruiter should promote and offer an attractive rewards
package to those candidates who meet the selection criteria at some point
during the interview process. A competitive reward package will attract top
talent and hopefully retain them once hired.

Most organizations use a computerized system, Human Resource Information

System (HRIS) to in-put and keep track of employee data. HR compensation
analyst and payroll specialist oversees the salary administrations of new
hires, process payroll, employee benefits, attendance, vacation days, and
maintain employees files. Payroll specialist also responds to employee
inquiries regarding their salaries and other benefits.

Policy Formulation

Human Resources keeps new hires and current employees abreast of the
policies and procedures of the organization. This might include (but not
limited to) the distribution of employee handbook, code of conduct manual,
and performance appraisals guidelines.

Employee and Labor Relations

The employee relations team seeks to align the employees needs and rights
with the needs of the organization. Things such as: union and non-union
issues, discrimination issues, and sexual harassment claims are matters that
should be handled by the labor relations department. Employers must stay in
compliance with the law in making sure that every employee is treated fairly.
Employees are encouraged to contact employee relations should they ever
feel that they were treated unfairly or to resolve other workplace problems.

Risk Management

The HR risk management team along with the department manager-should

be proactive in detecting risk items that could pose a possible threat to the
company: such as the removal of hazardous waste material from a work area
within the organization. Health care institutions in particular, should take
extra precautions in providing a safe work environment for its workers as well
as its clients and customers. HR should provide safety training and issue
handbooks to its employees to educate them on risk management issues.
Employers face a legal obligation to provide a safe and hazard free work
environment. Employers must also comply with OSHA (occupational safety
and health administration) in keeping accurate records for all work related
injuries.

Concluding, understandably, some may still use the terms personnel and
human resources interchangeably. However, keep in min that a HR
professionals role is not just limited to administrative duties in the company

anymore, but instead, they provide continuous support in the planning

process and the development of an organization.